1. INTRODUCTION As we know, the term "human resource management" emphasizes the belief that people really make a difference and that only people, among other resources, have the ability to generate value. However, human resource management is considered to be the “Cinderella” of the organization as its importance has not been discovered by senior managers, also it has to share responsibilities with line managers, sometimes requires more work than expected. Actions should be taken to help Cinderella find her glass slippers.2. THE ROLE OF HRMHuman resource management (HRM), as defined by Bratton, J. & Gold, J. (2003), is “A strategic approach to managing employment relationships that emphasizes that harnessing people's capabilities is critical to achieve sustainable competitive advantage, this objective is achieved through a distinctive set of integrated employment policies, programs and practices at a more strategic level. To describe what HRM does in the organization, Ulrich, D. & Brocklebank, W. (2005) outlined some of the roles of HRM as employee advocate, human capital developer, functional expert, strategic partner and HR leader etc. It seems that human resource management is so crucial to the organization, as what it does covers almost all aspects of business, from strategic planning to training and development, but unfortunately its importance has not been accepted by all. Morton, C, Newall, A. & Sparkes, J. ( 2001), there are three different views of the HR function within... half of the document... October 2006, reference: 3836 , London: Chartered Institute of Personnel and Development• Torrington, D. Hall, L. & Taylor, S (2005) Human resource management. Harlow: Financial Times Prentice Hall• Ulrich, D. & Brocklebank, W. (2005) Role calling. People Management, Vol. 16, June, pp.24 – 287. APPENDIX Survey: How do you think your CEO would evaluate the performance of the HR function? Source: Tamkin, P, Reilly, P. & Strebler, M. (2006) The Changing HR Function: The key questions. Agenda for Change, published: October 2006, reference: 3836, London: Chartered Institute of Personnel and Development8. APPENDIX IIHR & Line – Where does responsibility lie? (% respondents)Source: CIPD. (2003) Human Resources Survey: Where we are, where we are going. Survey report. Published: October 2003, Reference: 2872, London: Chartered Institute of Personnel and Development